需求和接受的授权型领导匹配对下属工作结果的影响：情绪耗竭的中介作用

基于人-环境匹配理论和压力认知交互作用理论, 本文探讨了下属需求和接受的授权型领导匹配性对下属态度、行为和绩效的影响及情绪耗竭的中介作用。本文分别通过对150位领导与150位下属(研究1)、50位领导与243位下属(研究2)的配对样本开展两项多时点、多来源的问卷数据收集, 并采用跨层次多项式回归和响应面分析方法得出以下结论: (1)下属需求和接受的授权型领导失配会导致下属情绪耗竭; (2)相对于授权不足, 领导的过度授权更会导致下属情绪耗竭; (3)下属需求和接受的授权型领导匹配性通过作用于下属情绪耗竭进而影响下属对领导的满意度、组织公民行为和工作绩效。     

Doing it for the team: Soccer coaches' identity leadership predicts players' effort,turnover intentions,and performance

ObjectivesThe present research investigates how coaches' identity leadership predicts individual and team outcomes in soccer. Specifically, we tested hypotheses that coaches' identity leadership would be associated with players' perceptions of (a) higher team effort, (b) lower turnover intentions, (c) better individual performance, and (d) better team performance. In addition, we aimed to examine the relationship between coaches' identity leadership and increased team identification of players and the degree to which the associations of identity leadership with these various outcomes were mediated by players' strength of team identification.DesignWe conducted a cross-sectional study of male soccer players in Germany.MethodThe final sample consisted of 247 male soccer players nested in 24 teams that completed measures of their coaches' identity leadership, team identification, team effort, turnover intentions, and individual/team performance.ResultsAnalysis revealed a positive relationship between coaches' identity leadership and team effort, as well as individual and team performance. Moreover, coaches' identity leadership was associated with lower turnover intentions. There was also evidence that the relationships between identity leadership and the investigated outcomes were mediated by team identification.ConclusionsThese findings support claims that coaches' identity leadership is associated with better individual and team outcomes because it helps to build a sense of ‘we’ and ‘us’ in the team they lead.     

Social identity leadership in sport and exercise: Current status and future directions

The social identity approach is fast becoming a prominent framework for understanding effective leadership in sport and exercise contexts. The last five years, in particular, has seen a proliferation of research informed by the identity leadership approach, with a focus on two broad outcomes: performance and health. Using these two key outcomes as an organising framework, we provide a critical narrative review of research that has examined the presence, role, and benefits of identity leadership in sport and exercise contexts, and identify fruitful avenues for future research. Applying a broader lens, we then make five key recommendations for future identity leadership research in sport and exercise contexts. Specifically, we highlight the need for research (a) using more rigorous and varied research designs, (b) using stronger measures, (c) comparing the effects of identity leadership to the effects of other types of leadership, (d) assessing further potential mediators of relationships between identity leadership and key outcomes, and (e) exploring the possible dark side of identity leadership.     

技术信任和领导信任对企业员工新技术接受的影响

在当今知识经济时代, 新技术的采用对于企业提高核心竞争力至关重要。如何使员工面对新技术带来的风险和不确定性, 信任并接受新技术是企业新技术推广的重要问题。现今学界虽已关注到信任在新技术采用这一过程中的积极作用, 但仍缺乏相关的理论和实证研究, 特别是对于其内在心理机制的解释。为弥补这一研究的不足, 本研究通过分析企业新技术推广情境下, 技术信任和领导信任对员工新技术接受的影响, 并引入了感知风险性与技术自我效能感作为中介变量, 探寻信任影响的内在机制。此外, 还进一步探讨企业文化的调节作用, 从而建构信任与企业员工新技术接受的理论模型, 为企业新技术的推广提出合理建议。     

领导者性别身份的评价差异：基于内隐领导理论的实证分析

本研究基于内隐领导理论,运用配对问卷法,探究领导者性别身份的三种评价差异：自我评价与下属评价的差异,男性领导与女性领导的下属评价差异,男性下属与女性下属的评价差异。结果显示,与领导者自评的性别身份相比,下属易高估领导者的男性化;且下属评价男性领导的男性化显著高于女性化,而评价女性领导时两者并不存在显著差异。此外,男性下属对领导男性化的评价高于女性下属的评价。     

Embodying the Multicultural and Social Justice Counseling Competency Movement: Voices From the Field

This article illustrates counselors’ embodiment, over time, of the multicultural and social justice counseling competency movement leading to the Multicultural and Social Justice Counseling Competencies (Ratts, Singh, Nassar-McMillan, Butler, & McCullough, 2015). The authors discuss the multicultural and social justice counseling competency movement in the context of relationships as appropriate to the counseling field. Aligned with contemporary research perspectives, the authors focus on the lived experiences of 2 pioneering social justice and multicultural competency advocates, Drs. Patricia Arredondo and Derald Wing Sue. The authors integrate scholarship with these historical and personal perspectives, as well as their own, to demonstrate the ways in which people and movements drive counseling leadership and advocacy.     

The relationship between peer servant leadership,social identity,and team cohesion in intercollegiate athletics

Servant leadership is characterized by a leader’s emphasis on serving their followers first. Within the sport context, servant leadership has been studied primarily in coaches and has been associated with positive athlete outcomes, such as increased athlete satisfaction, motivation, and performance. However, the impact of servant leadership from an athlete perspective (e.g., formal team captains) has been underexplored. As such, the purpose of the present study was to examine the relationships between peer servant leadership, cohesion, and social identity within intercollegiate athletes. Two hundred and eighty-eight Division I and Division III NCAA intercollegiate athletes participated in the present study (female n = 165; male n = 123; M_age = 19.41, SD_age = 1.09) and completed the Revised Servant Leadership Profile for Sport (RSLP-S; Hammermeister et al., 2008), Group Environment Questionnaire (GEQ; Carron et al., 1985; Eys et al., 2007), and Social Identity Questionnaire for Sport (SIQS; Bruner & Benson, 2018). Structural equation modeling was used to assess the relationships between peer servant leadership, cohesion, and social identity. Results revealed that peer servant leadership positively predicted cohesion, and this relationship was fully mediated by social identity. The current study supports the effectiveness of peer servant leadership in sport contexts and provides theoretical support for the social identity approach to leadership.     

内隐创业领导与多层次积极追随力的互动机制

多层次积极追随力是创业企业成长的重要保证。已有研究强调不同显性领导对积极追随力的影响, 结论存在较多争议。对此, 以内隐领导理论为基础, 构建了“内隐创业型领导-积极追随力”的多层次互动模型。根据此模型, 内隐创业型领导通过关系认同和领导代表性对个体与团队积极追随力产生促进作用; 团队积极追随力通过积极心理资本塑造内隐创业型领导; 团队差序氛围、员工传统性和领导特质调节焦点是互动关系重要的边界条件。     

Toward a New Concept of Global Morality

The human community faces today the most serious challenges ever to have confronted the planet in the areas of health, environment, and security. Science and technology are essential for responding to these challenges. More is needed, however, because science is not equipped to deal adequately with the values dimensions and the political issues that accompany the challenges. For an adequate response, there must be cooperative effort by scientists and statespersons, informed for moral leadership by the religious wisdom that is available. The religious communities can provide this spiritual dimension, thereby fulfilling their traditional role, but it will require their coming to terms with the character of the scientific and technological base of contemporary culture. The paper lays the conceptual groundwork for understanding these issues.     

Relationships between leaders' and subordinates' emotion regulation and satisfaction and affect at work

The study examined relationships between leaders' emotion regulation and leaders' and subordinates' work-related outcomes. Fifty-one school directors and 281 teachers reported on their strategies of emotion regulation (reappraisal, suppression), job satisfaction, and affect at work. For subordinates, suppression was negatively related to job satisfaction and was positively related to negative affect and emotional exhaustion, and reappraisal was positively related to job satisfaction and negatively to negativ affect. In contrast, multilevel analyses found that directors' use of reappraisal was neg atively related to subordinates' job satisfaction, and directors' use of suppression wa positively related to subordinates' positive affect. Leaders' suppression interacted wit group cohesion to predict subordinates' negative affect. This is one of the first studies to find evidence for the possible tension between leaders' emotion regulation competencie and organizational-role interests.